Job Opening

Posting Title: Human Resources Officer, P4
Job Code Title: HUMAN RESOURCES OFFICER
Department/Office: Economic Commission for Africa
Duty Station: ADDIS ABABA
Posting Period: 18 December 2020 - 31 January 2021
Job Opening Number: 20-Human Resources-ECA-146877-R-Addis Ababa (G)
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Org. Setting and Reporting

ECA’s mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 Agenda and Agenda 2063.

The mission will be guided by ECA’s five new strategic directions which are:

Advancing ECA’s position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent’s problems and take local solution to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; and advocating Africa’s position at the global level and developing regional responses as a contribution to global governance issues.

This position is in the Organisation Development Unit (ODU), Human Resources Management Section (HRMS), Division of Administration (DoA), United Nations Economic Commission for Africa (ECA). The Human Resources Officer works under the direct supervision of the Chief Human Resources Officer and under the overall guidance of the Director of the Division of Administration.

Responsibilities

The Human Resources Officer serves as Chief of the Organisation Development Unit (ODU). The aim of ODU is to increase organization effectiveness through planned change in processes and systems and increased capacity of staff. He/ She plans, organizes, manages and supervises the work of the Unit in process and system change, capacity building, career development, performance management, staff engagement, language, communication training, etc.

Within limits of delegated authority, he/she will be responsible for the following duties:

General

•Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
•Monitors and ensures the implementation of human resources policies, practices and procedures.
•Keeps abreast of developments in various areas of human resources.
•Prepares reports and participates and/or leads special human resources projects.
•Plans, organizes, manages and supervises the work of the Unit.
•Interacts regularly with clients – Divisions and staff members – to understand existing and emerging HR requirements to pro-actively deliver the same. Works to provide senior managers advice on HR related matters pertaining to learning and organisation development.
•Coordinates internal and external audits of HR processes. Works towards ensuring zero audit observations.
•Represents ECA’s HR on the Operations Management Team HR working group.

Staff Development and Career Support

•Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs in line with the organisation’s mandate, goals, and priorities.
•Prepares monitoring reports on staff development and career support programmes.
•Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates.
•Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact.
•Provides advice on mobility and career development to staff at all levels in all categories.
•Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization in coordination with senior managers and leaders in line with calendar.
•Formulates examination policies, and develops and prepares examination questions and papers.
•Coordinates the preparation of the ECA Annual Learning and Development Calendar.
•Under the supervision of the Chief Human Resources Officer coordinates the implementation of the ECA Strategy to reposition HRMS as a Centre of Excellence for Learning & Development.
•Ensures effective use of Learning Management Systems and Performance Management Systems to enhance organisation effectiveness.

Staff Engagement, Communication, Change Management, Gender and Disability

•Coordinates the Staff Engagement Surveys to ensure high participation.
•Works towards preparation of the Action Plan emanating from the findings of the Staff Engagement Survey.
•Works with the focal points for the gender parity strategy, and issues related to persons with disabilities to provide coherence to approach.
•Coordinates the implementations of strategies in these areas through the focal points to ensure defined outcomes are delivered.
•Anchors the staff communication strategy for HRMS. Works under the supervision of the Chief Human Resources Officer and other resources to provide on time and high quality/ high impact communications through various platforms including ECA intra net, email, posters, social media, etc.
•Coordinates commission-wide initiatives to manage change through effective communication, change management training interventions and by partnering with client divisions.

Performance Management

•Administers the Organization’s Performance and Development Policy and ensures compliance with the UN Staff performance management system as promulgated under the relevant administrative instructions.
•Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (ePAS).
•Manages the establishment and process of administration of rebuttal panels;
•Counsels staff and mangers on performance management issues and underperformance in particular, and facilitates the implementation of Performance Improvement Plans (PIPs) or other remedial measures where and when required.
•Provides guidance and substantive support to the Commission’s component on standards for the development of divisional, sectional, Unit and individual performance cycle work plans.
•Manages the implementation and compliance of the electronic performance management tool in the Commission including the provision of desk and system support.
•Advises teams, supervisors, leaders on approaches to enhancing organisation and staff performance and effectiveness.

Staff Management Relations

•Addresses and mitigates staff grievances with the purpose of resolving them at the lowest possible level, which include, preventive activities such as trainings and sharing best practices and recent jurisprudence related to human resources management.
•In partnership with the Staff representatives, monitors staff welfare and supports/proposes appropriate programmes and remedial actions to advance staff welfare and work life balance;
•Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
•Represents the Chief HR Officer in Staff and Management relations routine meetings with the Staff Union to identify and address issues affecting the staff and coordinate periodic meetings with the Executive Secretary and the Director of the Division of Administration.
•Advises and counsels staff in respect of rights, responsibilities, and code of conduct and difficulties associated with work and entitlements.
•Works closely with the Chief HR Officer, the Director of the Division of Administration, and Staff Union representatives to ensure a smooth functioning of the Joint Negotiation Committee and other relevant oversight bodies.
•Acts as a back-up for other functions within HRMS when the need arises.
•Performs any other duties as assigned by the Chief HR and/or Director of the Division of Administration.

Competencies

• Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

• Planning & Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

• Client Orientation: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

• Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.

• Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Education

Advanced university degree (Master’s or Doctorate) in in human resources management, organizational development, business or public administration, law social sciences, education or related field is required. A first-level degree (Bachelor’s or equivalent) in the specified fields with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, organization development, with an emphasis on capacity development and training is required.
Training and capacity development experience in the UN is desirable.

Languages

English and French are the working languages of the UN Secretariat. For this position, fluency in English is required; knowledge of French is desirable. Knowledge of another United Nations official language is an advantage.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice

Qualifying years of experience are calculated following the receipt of the first-level university degree recognized by the United Nations.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

An impeccable record for integrity and professional ethical standards is essential.

For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 July 2020, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, China, Comoros, Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Namibia, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Timor-Leste, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.

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